Comments on: Implementing an Agile Talent Management Strategy: The Perfect Model for a Crazy Economy (Part 2 of 2) http://www.ere.net/2009/12/14/implementing-an-agile-talent-management-strategy-the-perfect-model-for-a-crazy-economy-part-2-of-2/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 01:03:49 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Heidi Skatrud http://www.ere.net/2009/12/14/implementing-an-agile-talent-management-strategy-the-perfect-model-for-a-crazy-economy-part-2-of-2/comment-page-1/#comment-20914 Heidi Skatrud Thu, 01 Apr 2010 22:15:41 +0000 http://www.ere.net/?p=11042#comment-20914 An additional element of an agile talent management strategy includes being more flexible in approaches to talent deployment. For example, the talent pool can often broaden if an employer is willing to consider candidates who may not be physically located where the work must be performed but who can work virtually from a home office and travel as needed. Organizations that are truly agile should have business intelligence at their finger tips to understand the costs of various talent deployment approaches for top candidates, considering the costs and benefits of relocating candidates (where needed) versus enabling work from home or from a remote company office and requiring regular or periodic travel when in person communication is required. An additional element of an agile talent management strategy includes being more flexible in approaches to talent deployment. For example, the talent pool can often broaden if an employer is willing to consider candidates who may not be physically located where the work must be performed but who can work virtually from a home office and travel as needed.

Organizations that are truly agile should have business intelligence at their finger tips to understand the costs of various talent deployment approaches for top candidates, considering the costs and benefits of relocating candidates (where needed) versus enabling work from home or from a remote company office and requiring regular or periodic travel when in person communication is required.

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